Why Appreciation at Work Training Is So Successful in Changing Workplace Cultures
Have you ever worked in a really unhealthy environment? A workplace filled with negativity, deception, sarcasm, and cynicism—where trust between departments is fractured, and employees only stay because they feel they have to?
Now, think about this question: what would it take to turn that culture around? After a moment of reflection, many of us might say, “It would take a miracle,” or “There’s no way—it’s a toxic pit.”
But here’s the truth: the difference between a toxic work culture, a mediocre one, and a thriving, positive environment usually comes down to a series of small but intentional steps—not magic, not blind hope, and definitely not just giving people more information.
Understanding the Real Obstacles to Employee Behavior Change
One major misconception, especially in leadership, is that knowledge leads directly to behavior change. It doesn’t. In fact, that belief often keeps organizations stuck. Workplace culture is the cumulative result of thousands of daily interactions between team members, leaders, clients, and vendors. If you want to improve culture, you have to improve the quality of those daily interactions. And that’s where it gets complicated.
The Real Forces That Block Change
Before we can help employees change how they engage, we need to recognize the forces working against that change:
- Existing habits
- Social context
- View of self and others
- Personality characteristics
- Previous interactions and expectations
- Beliefs about how others might respond
- Current mood, physical energy, and emotional bandwidth that day
- Whether previous attempts at change brought good results—or none at all
When you look at that list, it’s remarkable that we have ever tried anything new. And yet, we do—when the process feels safe, meaningful, and personal.
Why Appreciation at Work™ Training Successfully Changes Cultures
When a resource continues to be used by organizations, grows by word of mouth among colleagues, is used by organizations of all types and sizes, and is even utilized in multiple cultures, the question arises: Why is this happening?
Our process of helping team members learn how to communicate authentic appreciation to one another is built on some important foundational principles:
- Interpersonal behavior needs to be taught and practiced in an interpersonal setting. We train team members in interactive group settings.
- The underlying concepts are easy to understand, learn, and apply. Simple works. Complexity creates confusion and misunderstanding.
- Learning occurs best in a safe context that involves fun and humor. We work to create safe environments to try on new behaviors and use humor to diffuse anxiety.
- Visual symbols, repetition, discussion, and freedom to doubt help learning “stick.” We don’t force people to agree with everything; we ask for challenging thoughts and try to provide honest answers.
- The goal is to put information to practical use in daily life interactions. Application of the information and skills taught is always the ultimate goal and activities are designed to facilitate this.
Trusted, Field-Tested Workplace Culture Training Resources
We’ve developed a full set of workplace training resources and facilitator kits that are:
- Easy to use
- Low cost
- Interactive and fun
- Effective—they lead to real change in how people relate at work.
Non-profit organizations, public schools, colleges and universities, hospitals and medical offices, multinational corporations, and small family-owned businesses have used Appreciation at Work™ training resources.
See this article written by the NY Times about our work with a mining company. Or look at these testimonials by leaders of companies who have used our resources.
You’ll hear about lasting changes in employee communication, team dynamics, and organizational culture. Not because of mandates. But because people experienced genuine appreciation—and wanted to give it in return. Our system helps teams improve workplace culture and communication skills without overwhelming busy staff or requiring a massive budget.
What Makes This Work for Employee Behavior Change?
We don’t try to overhaul entire organizations overnight. Many leaders start with a small pilot group to test the materials. Once they see the impact—from increased engagement to improved morale and communication—they expand it gradually.
This is about strategic behavior change, grounded in how people actually function day to day. It’s not flashy, but it works—and it lasts.
Take the First Step Toward a Healthier Culture
Don’t box yourself in by thinking “it would be too expensive to do this for everyone in my organization.” Many of our clients start with a small pilot group to try out the resources. Then, when they see how effective they are, develop a plan to roll out the training over time across the company. Go to this page for more information, and watch this informative video.
We are offering a $100 discount on the Certified Facilitator Training Kit through September 1, 2025. Simply use code TRAINING2025 at check out.
We CAN help you improve your culture (and, ultimately, your organization’s functioning). Let us show you how.
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Categories 5 Languages of Appreciation in the Workplace, Appreciation, Employee engagement, Managing By Appreciation, MBA Inventory, Workplace Culture
